Intent and objectives
This policy establishes how the management of leave entitlements and discretionary provisions are managed throughout the University in accordance with applicable Award, Workplace Agreement and legislation and, if applicable, relevant RMIT policies. Managers and staff members will consider the operational needs of the University and individual needs.
The objectives of this policy are to ensure:
- RMIT managers and staff members are aware of leave entitlements, discretionary leave provisions and responsibilities
- RMIT is committed to providing opportunities, where reasonable, for staff members to work in a family friendly environment and balance their work life commitments
- the promotion of a safe and healthy workplace at RMIT
- the operational requirements of the local work area are taken into account through appropriate work planning
This policy applies to leave provisions for fixed term and continuing staff members in the following categories:
- Professional staff members
- Academic staff members
- TAFE teaching staff members
- Senior Executive staff members
- Child Care staff members
Casual staff members (except where they may be entitled to certain unpaid leave)
Staff members are provided with a variety of leave arrangements (paid and unpaid) that enable them to balance work with rest and recreation, family responsibilities and other specific purposes. These leave provisions are derived from the applicable Awards, Workplace Agreements and relevant legislation, and include RMIT specific leave arrangements.
A safe and healthy work place enables staff members to take leave breaks and provides them with an opportunity to refresh themselves away from the work environment. It is in the interests of staff members and RMIT that annual leave entitlements are taken each year.
Managers and staff members are responsible for considering and balancing operational and individual needs when applying for leave and/or approving leave.
Managers are responsible for monitoring annual leave and long service leave balances, and planning with staff members to utilise these leave balances should form part of the annual planning process.
Managers should discuss extended leave arrangements with relevant staff members as part of the annual work planning process to ensure such arrangements form part of the work areas workforce planning and budgetary processes.
Succession planning should be considered by managers when approving extended leave in the context as it may provide professional development opportunities for other existing staff members.
Staff members requesting unpaid leave are expected to first use their paid leave entitlements (annual and long service leave), where appropriate (for example excluding parental leave and secondments) and must put a request in writing to the relevant delegated authority in line with the staffing delegation schedule.
A period of Leave without pay does not extend the contracted termination date for a fixed term staff member.
Where staff members have exhausted all paid leave the University will cease paying the relevant staff member’s salary for the duration of the absence.
Staff members who are employed on a fractional basis, and/or part of the year, are entitled to paid leave on a pro rata basis.
In the case of extended unauthorised leave the University may consider that staff members have abandoned their employment and may take steps to terminate their employment.
At the time of termination staff members are entitled to be paid certain leave entitlements accrued in accordance with Awards, Workplace Agreements and relevant legislation.[Next: Supporting documents and information ]